When there’s work that needs to be done, it’s always best that you keep track of your progress until you’re able to finish it. This is especially true in the event that you are required to do an employee evaluation in regards to their performance and productivity within the workplace.
There are a ton of factors that will determine just how well an employee is doing at his/her job, and there are also procedures that one must follow in order to do a proper evaluation. And that’s the reason why it’s important to learn how to create an evaluation worksheet and this article is going to teach you how to create one. You may also like interview sheet templates.
The Contents of Your Evaluation Worksheet
Employers are required to evaluate their employees so that they can better understand if these people have the capability to bring the company to the path of success, or if they’re ones that could potentially jeopardize the business. Any information that can help decide between the two is valuable as it will allow employers to take the necessary action.
During your evaluation, you need to keep track of where you are and if you’re able to gather or point out all the important information required during the evaluation process. So to help you keep track of your progress, be sure that you are able to create an evaluation worksheet with the following contents:
1. Determining the Reason for the Employee Evaluation
This is the first step for you to understand the reason as to why you’re doing an evaluation in the first place and write it down on the worksheet once you’re able to figure it out. Maybe it’s because there are employees that aren’t exactly meeting with the company’s standards or maybe there’s an employee who’s requesting for a promotion but you have to evaluate his/her performance first. No matter what the reason may be, just make sure that the one you choose is the main purpose of the entire evaluation. You may also like worksheet templates.
2. Identify the Culture and Environmental Limitations
In this part of the evaluation, you’re basically trying to look at the working conditions of the employee or employees that you’re trying to evaluate. Take a look at all of the factors that could heavily affect their performance and productivity. Because let’s say that you have one employee who isn’t exactly performing in a way that you’re expecting. You take a good look at his/her working environment and you see that there are issues such as unruly co-workers and loud noises in the workplace that has produced high levels of stress unto the employee. By gaining this information, you may just be able to determine whether these factors are actually limiting your employee from performing in the way that he/she is expected. You may also like free employee review templates.
3. Pick Out Who Will Evaluate the Employee
When choosing the best person to do the evaluation, it’s best that you avoid having the employee’s direct supervisor do it. While the supervisor may have easy contact and observational information with the employee that you want to have evaluated, there is always a possibility that the results of evaluation may heavily be biased. So if you’re going to pick someone, be sure that the person is one who was still able to observe and gain information on the employee’s performance, as well as someone who’s impartial. You may also see employee evaluation forms.
4. Train the Person Who You Have Chosen to Evaluate the Employee
If you’re going to have someone evaluate your employees’ performance, then you will have to make sure that this person understands what he/she needs to do in order to do it in a manner that’s acceptable to the company. The person that will be doing the evaluation must follow all the procedures of a proper evaluation to ensure that there will be no issues, especially ones pertaining lawsuits. So what you’re going to have to do is to have this person go through the right kind of employee training so that your chosen evaluator will be able to gain all of the knowledge needed to make sure that he/she is able to conduct an evaluation that follows the company policies.
5. Observation and Documentation of Performance
This is the part where the evaluator you have chosen will be overseeing the employee that will be evaluated. Be sure that the evaluator is thorough in the documentation of the performance as you want this to be as detailed as possible. The information that you will be gathering is what’s going to help you determine whether the employee is doing well on the job, if there are issues that will need fixing, or if the problems are too huge that the employee will have to be let go from the company. You may also like HR evaluation forms.
6. Evaluating the Performance
As mentioned, you’re going to have to determine whether the employee is doing good, bad, or needs to be outright terminated. The only way you will able to to do that is if you evaluate his/her performance. And if you’re going to evaluate the employee’s performance, you need to make sure of all the information that the evaluator has been able to gather for you from the previous step. Be sure that you have all the documents you need and that the evaluator has not left anything out during the observation period. If you think that there’s something missing, then you must ask the evaluator to observe the employee a little more before you can decide as to how well the employee is doing in the workplace.
7. Communicate the Evaluation Results to the Employee
If the results of the performance appraisals are good, then it’s pretty easy to share the information with the employee. However, if it’s the exact opposite, then it may be a bit harder to break it down. That’s why you have to think of the best way that you will be able to share the information. The point of providing feedback is not to undermine the employee, but to show what strengths and weaknesses he/she possesses, and how the employee can use the strengths to his/her advantage. Also, when pointing out these weaknesses, you have to provide solutions to them and offer your support so that the employee may perform better in the workplace.
8. Reward the Employee or Decide on the Necessary Disciplinary Actions
Depending on the results of the evaluation, you’re going to have to decide as to what you’re going to do. Are you going to congratulate this person or do you think that there should be some sort of consequence? Here are a couple of things that you can do:
- Rewards. You only hand out rewards to those employees who have gone beyond the expectations of the company. You can decide to hand out a salary bonus to the employee, providing him/her with physical gifts such as vouchers or gift certificates, or you can put him/her up as a candidate for a job promotion. Handing out rewards to your top employees is a way of showing that you have been observing their performance and their efforts have not gone unnoticed.
- Verbal Warnings. Let’s say that your employee hasn’t exactly been meeting expectations, but, it’s not as bad as you would have thought. For example, the employee has to meet a quota wherein he/she must reach at least 75%. After the evaluation, you see that the employee is only able to hit the 73% mark. Although it’s not much of a difference, the employee has still failed to meet the expectations. So what you can do is warn the employee and provide him/her with the help needed to meet the quota for future evaluations.
- Termination. If the evaluation shows that the employee has brought too many problems in the workplace or that he/she is performing at a rate that’s actually detrimental to the business, then you may have no choice but to hand out that termination letter. Just be sure that you have all of the documents needed to back up your decision because you don’t want the employee to file charges against you for unfair termination.
9. Monitor the Legality and Fairness of Your Company’s Appraisal System
You’re going to have to go through the process of your company’s appraisal system if you want to make sure that everything ties in with the law. So this means you’re going to have to revise it periodically to make sure that it still applies to the equal opportunity guidelines and all of the other legal issues pertaining to employment appraisals.
Employee appraisals are always going to be tough, and there are a lot of things that you’re going to have to do to make sure that you’re doing it right. But by following the steps above, you can create an evaluation worksheet that can keep track of what you’ve done and one that ensures that you’re able to follow all of the necessary procedures.
If you would like to learn more about this particular topic or anything related to it, then all you have to do is go through any of our available articles on our site until you are able to gather the information that should be able to help you and your small business out.